Mu0009 Change Mgt

8/3/2019 Mu0009 Change Mgt

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MU0009 CHANGE MANAGEMENT SET 1 Page 1

MBA SEMESTER IV ASSIGNMENT

NAME: GEORGE VARUGHESE PARADAYIL

ROLL NO.: 530910788

MU0009: CHANGE MANAGEMENT ± SET 1

Q1. Discuss culture driven change.

Ans. Culture is the values and practices shared by the members of the group.

Company culture, therefore, is the shared values and practices of the company¶s

employees. Company culture is important because it can make or break your

company. Companies with an adaptive culture that is aligned to their business

goals routinely outperform their competitors. Some studies report the difference at200% or more. To achieve results like this for the organization, we have to figure

out what is the culture of organization, decide what it should be, and move

everyone toward the desired culture.

Company cultures evolve and they change over time. As employee leave the

company and replacements are hired the company culture will change. If it is a

strong culture, it may not change much. However, since each new employee brings

their own values and practices to the group the culture will change, at least a little.

As the company matures from a start-up to a more established company, the

company culture will change. As the environment in which the company operates(the laws, regulations, business climate, etc.) changes, the company culture will

also change.

These changes may be positive, or they may not. The changes in company culture

may be intended, but often they are unintended. They may be major changes or

minor ones. The company culture will change and it is important to be aware of the

changes.

1) Assess the Company Culture

There are many ways to assess your company culture. There are consultants who

will do it for you, for a fee. The easiest way to assess the company¶s culture is to

look around. How do the employees act; what do they do? Look for common

behaviours and visible symbols.




Listen. Listen to your employees, your suppliers, and your customers. Pay attention

to what is written about your company, in print and online. These will also give you

clues as to what your company¶s culture really is.

2) Determine the desired Company Culture

Before you can change the company culture, you have to decide what you want the

company culture to look like in the future. Different companies in different

industries will have different cultures. Look at what kind of a culture will work best

for your organization in its desired future state. Review your mission, vision and

values and make sure the company culture you are designing supports them.

Here are some characteristics of company cultures that others have used

successfully. Decide which work for your company and implement them.

y Mission clarityy Employee commitment

y Fully empowered employees

y High integrity workplace

y Strong trust relationships

y Highly effective leadership

y Effective systems and processes

y Performance-based compensation and reward programs

y Customer-focused

y Effective 360-degree communications

y Commitment to learning and skill developmenty Emphasis on recruiting and retaining outstanding employees

y High degree of adaptability

y High accountability standards

y Demonstrated support for innovation

3) Align the Company Culture

One needs to align the company culture with the strategic goals if it is not already.

y Develop a specific action plan that can leverage the good things in the currentculture and correct the unaligned areas.

y Brainstorm improvements in the formal policies and daily practices.

y Develop models of the desired actions and behaviors.

y Communicate the new culture to all employees and then

y Over-communicate the new culture and its actions to everyone.




Only a company culture that is aligned with your goals, one that helps to anticipate

and adapt to change, will help to achieve superior performance over the long run.

Q2. Write the techniques for managing change effectively.

Ans. Changing the way an organization operates is tough. The right way to manage

change beings with a simple model but involves a process that can be complex and

delicate. It entails careful planning, detailed design and thorough implementation.

Managing change effectively requires moving the organization from its current state

to a future desired state at minimal cost to the organization. Bateman and Zeithaml

identified three steps for managers to follow in implementing organizational

change:

1) Diagnose the current state of the organization:

This involves identifying problems the company faces, assigning a level of

importance to each one, and assessing the kinds of changes needed to solve the

problems.

2) Design the desired future state of the organization:

This involves picturing the ideal situation for the company after the change is

implemented, conveying this vision clearly to everyone involved in the change

effort, and designing a means of transition to the new state. An important partof the transition should be maintaining some sort of stability; some things ±

such as the company¶s over-all mission or key personnel ± should remain

constant in the midst of turmoil to help reduce people¶s anxiety.

3) Implement the change:

This involves managing the transition effectively. It might be helpful to draw up

a plan, allocate resources, and appoint a key person to take charge of the

change process. The company¶s leaders should try to generate enthusiasm for

the change by sharing their goals and vision and acting as role models. In somecases, it may be useful to try for small victories first in order to pave the way for

later successes.

"Successfully changing an enterprise requires wisdom, prescience, energy,

persistence, communication, education, training, resources, patience, timing, and

the right incentives,´ John S. McCallum wrote in the Ivey Business Journal.




"Successfully leading and managing change is and will continue to be a front-burner

responsibility for executives. Prospects are grim for enterprises that either cannot

or will not change. Indeed, no industry member is quite as welcome as the one that

steadfastly refuses to keep up."

Q3. Discuss the employee involvement in change management.

Ans. In any change, especially ones that affect a complete organization, it is impossible

to involve every employee in each decision. Respondents to my change

management questions over the years suggested, however, that when change

works, the organization has gone out of its way to try employee involvement.

Employee Involvement for Effective Change Management

y Create a plan for involving as many people as possible, as early as possible, in

the change process.

y Involve all stakeholders, process owners, and employees who will feel the

impact of the changes, as much as possible, in the learning, planning, decisions,

and implementation of the change. Often, in change management, a small group

of employees learns important information about change and change

management. If they fail to share the information with the rest of the

employees, the remaining employees will have trouble catching up with the

learning curve.

y If a small group makes the change management plans, employees affected bythe decisions will not have had needed time to analyze, think about, and adjust

to the new ideas. If you leave employees behind, at any stage of the process,

you open the door in your change management process, for misunderstanding,

resistance, and hurt.

y Even if employees cannot affect the overall decision about change, involve each

employee in meaningful decisions about their work unit and their work.

y Build measurement systems into the change process that tell people when they

are succeeding or failing. Provide consequences in either case. Employees whoare positively working with the change need rewards and recognition. After

allowing some time for employees to pass through the predictable stages of

change, negative consequences for failure to adopt the changes, are needed.

y You cannot allow the nay-sayers to continue on their negative path forever; they

sap your organization of time, energy, and focus, and eventually, affect the




morale of the positive many. The key is to know, during your change

management process, when to say, enough is enough.

Help employees feel as if they are involved in a change management process that is

larger than themselves by taking these actions to effectively involve employees in

change management.

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Mu0009 Change Mgt